If you have a permanent contract then your employer may only dismiss you under certain conditions, which are listed below. Additional termination conditions specific to your employer, such as period of notice, may also be listed in your permanent contract. If your employer wants to dismiss you in such a situation then you are entitled to the same dismissal procedure as for a permanent contract. If you have had a series of three or more temporary contracts with the same employer, or you have had temporary contracts for two or more years, then your temporary contract automatically becomes permanent. If they are taking a long time to inform you then it is wise to remind them you are legally entitled to one month’s notice. Since a temporary contract already has a pre-determined end date, there is not much you can do if your employer does not want to renew it beyond that time.Ī temporary contract cannot be terminated early unless you and your employer are in mutual agreement, or if you have agreed otherwise in the contract. Most importantly, your employer must tell you at least a month in advance if your temporary contract will be renewed or not. Here is an overview of the main reasons and processes for losing your job in the Netherlands: Expiry of a temporary contract They must have good cause for terminating a contract and they must follow fairly strict rules of dismissal. There are several different reasons why you can lose your job (ontslagen zijn) in the Netherlands: maybe your temporary contract is not renewed, maybe your company is restructuring and your role will disappear or maybe there is workplace misconduct that your employer feels is serious enough to dismiss you. Losing your job in the NetherlandsĮmployers in the Netherlands may not dismiss an employee at random. If you are a member of a union (vakbond) you can also ask for guidance from a union representative. You can also seek external legal advice from an employment lawyer or from het Juridisch Loket, a government service which provides free legal counselling. If there is no counsellor then you should get in contact with someone from the HR (P&O) department or the Works Council (OR, ondernemingsraad), which is a kind of employee representative committee in organisations with more than 50 people. Under the Working Conditions Act (Arbowet), companies in the Netherlands are obliged to protect their employees from such psychological stresses. Many companies therefore have a counsellor or confidant, known as a vertrouwenspersoon, who is specially trained to receive reports or complaints and to deal with them in a supportive and appropriate manner. If you experience disagreements at work, either with a colleague or employer, and you cannot resolve the issue, then you may need an impartial third party to help mediate the situation. Workplace conflicts can include forms of inappropriate behaviour, harassment, sexual intimidation, discrimination or aggression. It can feel even more challenging when you're in a new country and you don't know what the correct procedures should be. Here are some guidelines for dealing with workplace conflicts and termination of work contract in the Netherlands. Dealing with a problem or conflict at work is always difficult.
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